Introduction to HR Organizations and People Analytics PDF

CCCCCCCCC Introduction to HR DDDDDDDDD Organizations and People Analytics  TA FRANCISCO DE VITORIA z Admin Name / Contact Person? ...

CCCCCCCCC Introduction to HR DDDDDDDDD Organizations and People Analytics  TA FRANCISCO DE VITORIA z Admin Name / Contact Person?  TLT, Contents FRANEIOO z What is HR today and its Evolution over time? HR Disrupted COOO What is People Analytics? How People Analytics is helping Companies. lts value. Analytics Maturity Model in the context of PA. Evolution of People Analytics - Systemic People Analytics. PRACTICE: Starting with Figures and Data U What is HR today? FRANCISCO DE VITORIA z Deploy Onboard Enable JOIN Select ONBOARD STABLISH CONNECT Measure Is an integral part, a division, PERFORM of an organization Locate HIRE RECRUIT Compensate responsible for managing the ATTRACT E | Lif workforce and any aspect Define MTUSES U Cycle related to the employees in allthe employee Network Transition DEVELOP LEAVE Engage lifecycle. Succession Develop Evolution of HR M fllclsco MINISTRATI ADMINISTRATION | HUMAN — STRATEGIC HRHR _ M FUTURE RESOURCES M STRATEGIC HUMAN RESOURCES OF HRHR _ FUTURE OF VALUE FOCUS ADMINISTRATIVE FOCUS — EMPLOVEE COMPLIANCE ———]—).——o——]O ];;——]—. ME EXPERIENCE o SCOPE IN - SROAD SCOPE  TA Personnel Administration — [ soRE 1e0 v drid, Administrative tasks Historical focus on administrative tasks and compliance: focused on: - Policies & Compliance Y payroll processing, benefits administration - Payroll Y labor law, policy and regulation compliance including safety, - Hiring Traditional mindset employee rights, etc. Specialized functions Y keeping employee records (attendance, historical salaries, Limited scope of activity performance reviews, etc.). Y hiring and firing — the whole process and managing terminations and layoffs when necessary.  TA H uman Re sources BETWEEN 80-90's DE VITORIA FRANCISCO i) Y Scope widened from hiring and firing to attracting, onboarding, retaining through recognition and incentives Still administrative focus for loyalty, and contributions with Y Engagement: Fostering valued, motivated, and committed employees was adopted evolving from satisfaction and Policies motivation in 1970s Recruitment & Retention On-Boarding Less reactive & more Y Performance Management: Pre-1980s, it assessed past proactive performance; now, it focuses on enhancing future performance. Strategic HR AFTER 90's EA N2 HR shifted its role to strategic partner by aligning with increasing complex business needs and attracting, developing, and retaining top talent. Focus on _ activities Other factors that influenced the change in the role: Business Partner * Globalization Talent Management * Technology, Automation and Data * Customer-Centric Approach * Strategic HR Talent Management became a priority. Aligning talent with goals empowers employees for individual and organizational success. Corporate Culture and Core Values alignment for all diverse cultures from people joining organizations.  TATa Future HR, future of Work eo dN2 Y Hybrid office accelerated by the Pandemic. Now HR recognizing « the importance of flexibility in the way work is done. Office -Value V ; 1y T.. Redefined Continue focused on providing value and contributing directly to the growth and success of the Company. Employee HR & People Y Well-being, work-life balance, career development and a sense of Analytics belonging are now central to attract and retain the top talent. Diversity, -and Inclusion Y DEl initiatives are promoted since diverse teams drive innovation Automation and better business outcomes. Y Automation enabling HR professionals to focus on strategic task and value added tasks while automation does the repetitive process & administrative work.  - " ““ Empleos según tu perfil Talent Analytics Lead Sec Canonica provisa Comlña o.. MEO ( iar ) uar s CaixaBank * Wilingness to travel up to 4 times a year for internal events Barcelona, Cataluña, España (En remoto) What we offer you u jo: figurarias entre los principales solicitantes Promocionado Your base pay will depend on varjous factors including your geographical location, level of ience, knowiedge and skills{ In addition to the benefitdabove, certain roles are also METHODS AND ANALYSIS LEADER eligible for additional benefits and rewards including annual bonuses and sales incentives i Air Liquide based on revenue or utilisation. Our compensation philosoghy is to ensure equity right Madrid, Comunidad de Madrid, España (Presencial) across our global workforce. M Consejo: figurarias entre los principales sol In addition to a competitive base pay, we provide all team members with additional benefits, which refiect our values and ideals. Please note that additional benefits may Promecionado * 17 solicitudes apply depending on the work location and, for more information on these, please ask your Telent Partner. SaT Talent Consultant, Assistant Director EY al Madrid, Comunidad de Madrid, España (Presencial) [ ( FE—— e Recognition rewards Promecionado * 20 solicitudes * Annual holiday leave Parental Leave Talent Analytics Lead Employee Assistance Programi UN canorical * Opportunityto travel to new locationsto meet colleagues at 'sprints’ Barcelona, Cataluña, España (En remoto) » Priority Pass for travel and travel upgrades for long haul company events M Consejo: figurarias entre los principales solicitantes About Canonical Hace 1 mes * 13 solicitudes Canonical is a pioneering tech firm that is at the forefront of the global move to open , — Responsablede talento. source. As the company that publishes Ubuntu, one of the most important open source quiemaos - Quirónsalud projects and the platform forAl, loT and the cloud, we are changing the worid on a daily Madrid, Comunidad de Madrid, España (Presencial) basis.We recruit on a global basis and set a very high standard for people joining the company. We expect excelience - in order to succeed, we need to be the best at what we [ — do. Hace 2 semanas Canonical has been a remote-first company since its inception in 2004, Work at Canonical s a step into the future, and will challenge you to think differently, work smarter, leam Jefe/a de Proyecto SSII RRHH new skills, and raise your game. Canonical provides a unique window into the world of ferrovial. - Ferrovial 21st-century digital business. Madrid, Comunidad de Madrid, España (Presencial € 1 comacio trabaja aquí Canonical is af equal opportunity employer Promecionado We are proud to foster a workplace free from nñjmmatwm vusnyaf…e,l perspectives, and background create a better. Especialista en Desarrollo del Talento Whatever your identity, we will give your application fair consideration.  TA FRANCISCO DDDDDDDDD HR Disrupted In groups Gro p1-1:20 A Gro p 2-1:20-2:10 A Gro p 3-2:10-3:28 A Gro p 4-3:28 A HR Disrupted U. T HR Disrupted (Lucy Adams) RS i) It’s time for something different... Lucy Adams HR 1S de ad.' Business world is so different, so fast-moving, so disrupted, and so changed from the way it was that the traditional methods of managing people are just not cutting it anymore. 1.- Technology is transforming our businesses. 2.- Our competitors aren't who they used to be. 3.- We are working in a collaborative, networked world. 4.- Organizations are changing structurally. 5.- Companies want more for less. 6.- The workforce is shape-shifting (multi-generational work teams) 7.- The public is being more critical to leaders behaviors and actions 13. TAT HR Disrupted RA z BIG 4 — Collaboration, Agility, Innovation, Productivity EACH Model — ADULTS, CONSUMERS AND HUMAN BEINGS ADULTS Y Encouraging people to use their judgment. Y Increasing productivity, people more motivated and more free to challenge things. Does HR - Mum and Dad — has responsibility to provide me training? 14. TAT HR Disrupted RA z CONSUMERS Y Assets vs human being Y 1- Data & Insights: Know your employees (using data) Y 2- Segmentation, Personalization v 3- Employee Experience 15. TAT HR Disrupted RA z HUMAN BEINGS How they think, feel, behave, communicate Personalized and on time compensation Micro learning, just in time learning ( Curator vs Creator) and not formal programs Employees defining their own objectives in Performance... Frequent check-ins, conversations... 16  E FRANCISCO DE VITORIA Questions or comments?  What is People Analytics? e FRANCISCO People Analytics is the analysis of employee and workforce data to reveal insights and provide recommendations to improve business outcomes. * People analytics help us gain insights into employees' knowledge, behavior, productivity, engagement, retention, among others.. Employee Life Cycle *Excellence in People Analytics — How to use workforce data to create Business Value (Jonathan Ferrar 8% David Green) 18 People Analytics.... FRANCISCO DE VITORIA z >.... supports the decision-making process. >... replaces intuition with insights from data. >... automates complex HR Decisions. > enables better understanding of our employees and their behavior. >... helps organizations drive towards their goals. >... allow to be more precise on the recommendations. 19 How is People Analytics bringing valueto — 99 izati organizations: ? DE Da VITORIA & ¢ () > By giving insights to > By guiding employees > Getting visibility on Leaders on their on how to grow in their employee well-being. Workforces, on their careers, meeting Listening to the Processes and facilitating business objectives, employee voice. their decision making. aligning with the Caring about > On the Performance, company needs, employees. Engagement, Productivity, assigning them to the Knowledge, Skills, right role, meeting Strengths, Experience..... their aspirations. 20 What are the challenges that we are trying to solve? re FRANCISCO drid, > Why do people leave? > What behaviors drive higher satisfaction, engagement, retention? > What collaboration among individuals might lead to higher investments? > What would be the better career path for this employee? > What areas do | need to continue developing? 21  TA FRANCISCO People Analytics Maturity Model DE VITORIA z Day to Day to Enable To provide Insights to To recommend Actions (Actionable Insights) to solve HR Business Partners Leaders to make decisions. Business Challenges to Business Leaders. with info they need. Use Cases + Complex Descriptive Diagnostic Predictive Prescriptive What happened? Why did it happen? What will happen? What should | do? * New Joiners This Month * Joiners by Recruiter & * Predicting turnover * Build Buy Borrow * Absenteeism This Month Recruiter Efficiency * Predict absenteeism * What should be the ideal * Leave of Absence This * Absenteeism based on number of resumes in Period weather conditions, day the pipeline for a given of the week, age type of demand? Dashboards & Reporting KPI's & Metrics Predictive Analytics Advanced Analytics & Al 22 Called as “Analytical Activities” in Reference Book  People analytics consist of Analytical Activities and Outcomes FRANCISCO DE VITORIA People Analytics Activities i) Human Resources KP| Dashboard Showing... Total Salary (YTD) Average Salary Turnover Rate Absenteeism Rate 6,230,000 32% 32,225 12% 1.2% 02% 1,2% 205% 1. Dashboards & Reporting Average Age Permanent Rate Hired Left 2. KPIs and Metrics 32 0.0% 65% 5 0.0% 13 0.0% 3. Predictive Analytics e previous month y l mont EMPLOYEES “Mak mFemale 4. Advanced Analytics and Al TOTAL “URV MTOTAL SALARY s 1 2 & 7 mFemale g S s mMale = £ 2 2 Jan Feb Mar Apr May Jun Jul Aug Sep Oc Nov Dec Sas l ae e de del M e e 2 De de TYPE OF EMPLOYMENTCONTRACT EMPLOYMENT STATUS HIRED VS. LEFT mEmployees Hired — mEmployees Left mTemporary = Student sil j I'.'..III.-. Jan Feb Mar Apr Jul Aug Sep Oct Nov Dec 23  TA FRANCISCO People Analytics Outcomes U DE VITORIA oucomes ] —][—[——]] ]; ;]—;—];];—;—;—;—]—;—; — T—oy; Workforce Experiences Analytics Culture Business Performance Societal Value Creating experiences Building awareness of Financial Impact. Inclusion that allows People Analytics in HR Informing and Influencing Equality consumerization of and scaling to all the Business Strategy. Gender Pay insights. Managers in the - For Employees Company - Forthe Workforce - For Managers - For Executive 24  FRANCISCO Evolution of People Analytics DE VITORIA Excellence in People Analytics refers to this as DRIVE: Five Ages of People Analytics (see Figure 1): EXCELLENCE Impact INNOVATION / > 1910s 2010 2015 2020 2025 2030s FIG 1: DRIVE: Five Ages of People Analytics. Reproduced from Excellence in People Analytics, Jonathan Ferrar 8: David Green (Kogan Page, 2021)  TA FRANCISCO Evolution of People Analytics ) DE VITORIA What was the year when CEO's realized the importance of People Analytics and Data???  TA FRANCISCO Evolution of People Analytics ) DE VITORIA 2020 being the pivotal year as..... With the 3 crises (COVID, Racial ineguality, Financial uncertainty people analytics had to step out to provide information to C-suite executives about remote working, infection, absenteeism, mental well-being, etc. Evolution of People Analytics: The shift in HR PEOPLE FRANCISCO U From Reporting  TA FRANCISCO Practice of the Day Starting with figures & data ' TA DE VITORIA ) N y Y Imagine you are People Analytics Lead in a Company and HR Director tells you = that he wants to start being a “data- driven” decision maker. Until today data is not used in the company. Y He provided few data points to start and few questions... Y Let's start the journey to be data- driven.  Starting with figures & data TA a) ’ DE VITORIA N , Y Question one: * How many people we have now in the Company? | would — like to see the data by City, Department, Level, Business Unit and Store * Numbers and graphs! * To present to the CEO!!! Y Steps: * Havealookto the provided data for the company * Different fields and meaning that this could have * Think on how you can provide the desired data * Create the first tab of the dashboard (excel or powerBI) * REMEMBER TO SAVE since we will continue to work on the dashboard and UPLOAD a screenshot to the Task. ***LEVEL: Consider two levels: - Executive: C-suite, VP, Director, Manager - Non-Executive: All the others U FRANCISCO DE VITORIA